How to Write a Thank You Letter After a Job Interview

03 Thank You Letters

If you’ve never been in an interview before, the idea of a thank you note might seem a bit silly.

After all, once the face to face interview is complete, it’s customary for both parties to thank each other for their time on the spot—so what purpose does a follow-up email serve?

Sending a follow up thank you letter will reinforce and reiterate your enthusiasm for the open position. Additionally, a thank you letter is a great way for you to remind your interviewer of your talents as well as demonstrate that you’re a professional who is willing to go the extra mile.

However, there is a right and a wrong way to write a thank you letter. In the below article, we provide best practices for writing an effective thank you letter following an interview.

How to Write a Thank You Follow Up Interview Letter

The great thing about thank you emails is that they aren’t too complicated. However, this doesn’t mean they aren’t intimidating. Below is a simple outline to help you get started with writing your post job interview thank you note.

  1. Pay Attention to the Subject Line

When creating the subject line, remember to include your name, the position you’re interviewing for, and the phrase “thank you”, as this will help the interviewer remember who you are and what you’re applying for.

  1. Include the Name of the Interviewer in the Opening Line

Since this is a professional email, make sure to include a courtesy title (e.g., Mr., Ms., etc.,) and the last name of the interviewer.

  1. Thank the Interviewer

Your opening paragraph should consist of a couple sentences that express your appreciation for the interviewer’s time during the interview and your interest in the position/company.

  1. Reiterate Your Strengths in the Body

The body of your thank you note is where you will express why you feel that your unique skills and talents would be a great fit for the company and for the open position.

  1. Thank the Interviewer Once More

Finally, end the thank you note by once again thanking the interviewer for their time and by briefly reiterating your excitement to work for the company.

Should You Write a Thank You Note?

Unless your interviewer specifically requests that you do not follow up with a thank you note (highly unlikely), it is always a good idea to send a short thank you email after the interview.

Thank You Follow Up Interview Tips

To help you perfect your thank you email, below are some Do’s and Don’ts for writing a thank you email:

Do:

Send your email within 24 hours

Sending your thank you email within 24 hours is important for two reasons: first, the company was willing to give you a shot at the open position, so showing your appreciation is a courtesy that must be extended in a timely fashion.

Second, interviewing candidates is a time-consuming process, and the hiring manager conducting the interview has tasks of their own to complete; therefore, by showing your genuine appreciation, they will be more likely to remember both you and your talents.

Remember to include all interviewers in your email

Many companies use multiple interviewers to evaluate the true fit of a candidate, so sending a thank you note to all interviewers is a good idea.

Restate why you believe you’re an excellent candidate for the position

As mentioned above, it’s critically important that you reiterate as concisely as possibly why you believe your skills and talents are a perfect match for the open position.

Remember, the interviewer reading your email should be able to quickly recognize who you are (by name) and scan your thank you note to see what specific talents you possess.

Make it easy for your hiring manager to find your work

After reiterating your qualifications, provide the hiring manager with links to your portfolio, social media accounts, or personal blog so that they can quickly find your work.

Following this information, remember to include a reliable phone number so the interviewer can reach you if they have any additional questions.

Keep it brief

Interviewers don’t have time to read a short autobiography about your life and work experience, so your thank you note should be no longer than 3-5 short paragraphs.

Don’t:

Harass Your Interviewers

Once your follow up email has been sent, there is no need to send a second thank you note or make a follow up phone call (at least not right away).

The interviewers will likely be busy with their day-to-day tasks and interviewing other candidates. They need time to sort through all the new information being thrown their way, so once your thank you note has been sent, it’s time to preoccupy yourself with other tasks.

After a week or so has passed, you can then consider sending another email or following up with a phone call.

Include typos and grammatical mistakes in your email

Nothing stands out more to an interviewer than a thank you note littered with typos and grammatical errors.

While no human on Earth is perfect, your thank you note absolutely needs to be perfect, so even if it takes reading it over five times before you hit send, it’s still better than sending the interviewer a note filled with glaring grammatical and spelling errors.

Be too casual

No matter how casual your interview might be, your thank you note still needs to be professional and well-thought-out.

Interviewers want candidates who are serious about landing the job, so being informal in any sense of the word is a risk not worth taking.

Come across as desperate

Finally, interviewers are quite aware of the difference between candidates who are motivated and candidates who are desperate.

Don’t be the desperate candidate.

Being desperate makes you look both unprofessional and unqualified. Instead, be cool and confident in the fact that your interview provided a good representation of you as a candidate.

Looking to Streamline Your Recruitment Process?

Are you a hiring manager or recruiter looking to streamline your hiring process? Having an applicant tracking system in place will ensure you never let another follow up email go unanswered or miss an interview due to lack of communication. Candidates are trying to make the best impression on your business, so make sure your business makes the best impression on them.

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6 Useful Tips for Choosing the Best Background Check Service

Choosing the best background service that will perfectly fit your hiring needs becomes easy-peasy when you apply this 6 useful tips.

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The necessity of using a background check service

Even if you are an experienced HR professional familiar with all the tricks for checking the truthfulness of your candidates resumes, there is only one way to prove that your findings are accurate.

It is to use the background check service.

Only certified background check services can guarantee a detailed, current and completely accurate information.

With 23% of job applicants admitting to exaggerating the truth on their resume or in a job interview in order to land a position, you should be very careful if you want to hire the right people for your company.

A reliable background check service will help you do that.
But how to choose the best one?

Tips for choosing the best background check service

Tip #1: Define your needs

Background check services offer different types of checks.

Which of the following do you need?

  • Identity verification
  • Criminal history searches
  • Education verifications
  • Employment verifications
  • Drug testing
  • Driving records check
  • Reference check
  • International background checks
  • Credit reports check

Make sure you choose the background check service that can provide all the specific checks that you need.

Tip #2: Ensure legal compliance

Make sure that your preferred background check service provider is completely legally compliant.

It should be accredited by the National Association of Professional Background Screeners (NAPBS) and compliant with all relevant state and local rules and regulations.

Tip #3: Consider turnaround time

The average turnaround time for most of the background check service providers is 2-3 days, with some of them guaranteeing that you will have all the needed information in the 5 days maximum.  

Tip #4: Look for great user experience

Make sure that the background check service provider you choose offers a great user experience, both for you and your candidates.

It should offer completely paperless, online, user-friendly and transparent service.

It should also ensure great customer service that can answer all your questions via email, live chat and phone 24/7.

Tip #5: Check review sites

Check review sites to read about other people experiences with different background checks services.

Factor #6: Inspect integration options

Choose the background check service that can guarantee seamless integration with all other HR tools you use, such as your Applicant Tracking System, HRIS, etc.

Hopefully, these tips will help you find the background check service that best fit your needs.

The Human Side of HR: What Makes a Great Administrator?

Businesses are made up of a multitude of working parts. From upper management down to the mailroom, everyone has a vital role to play. HR managers are an essential part of maintaining a well-oiled machine; they take care of the people who work there and maintain the kind of workplace that inspires people to turn up day after day, year after year. They are the people behind the people. In order to do their jobs effectively, HR managers need to have a variety of skills in their toolbox.

Hire the Right People

Hiring is a major part of HR responsibilities. It’s important to hire the right people; you want them to be engaged, capable, and in possession of a skillset that compliments the current work goals and progress. An experienced HR manager needs to know how to hire the kind of person who fits the company culture and values, and who will assist in reaching long-term goals as well as immediate needs. The wrong person, or hiring a good employee for the wrong position, can be detrimental. The right person can not only fit into your corporate culture but can help that culture grow along with the business.

Effective Training

A good hiring manager can recruit employees with all the skills required to shape the company’s ability to succeed, but they also need to help mold the employee’s skill set into their brand and workflow through comprehensive and effective training. An employee with a wealth of talent needs to know how to apply that talent, not just for best results but also in compliance with legal and labor laws. A thorough training regimen outlines expectations, any company-specific training, as well as what the employee can expect from the company. This communication is vital to ensuring everyone, including the company, can comfortably fulfill their expectations.

Employee Retention and Satisfaction

The link between employee engagement and revenue is well-established. A skillful HR manager is the cornerstone of employee satisfaction — and employee satisfaction is the key to engagement. HR can utilize programs designed to show appreciation for employee work; anything from food to incentive programs can energize employees. Likewise, public praise and spotlighting distinguished employees as well as a culture of positive reinforcement can be effective. HR must also stay on top of employee needs, whether it be in benefits offerings or promotion and salaries. Employees should feel needed, appreciated, and like they have something to work towards.  

Conflict Resolution

One of the more complicated aspects of HR is conflict resolution. An effective HR manager should be patient, even-tempered and able to navigate employee interpersonal and professional relationships (as they apply to the job) with a delicate touch. HR should be attuned not only to the needs of the company but of the employees as they apply to a productive and effective workplace. Conflict resolution can range from small interpersonal spats to the larger legal issues, such as sexual harassment. It is important that HR managers be thoroughly educated and knowledgeable about conflicts of a legal nature, for the safekeeping of both employees and the company.  

Follow Through

Your employees rely on you to make sure their work lives run smoothly. From benefits to paychecks, they need you to make sure the company fulfils their end of the employee contract. Prompt follow-through shows your employees their well-being is important and the company is invested in making sure they are in a safe, productive atmosphere. If employees do not trust HR, they’ll be less likely to seek out solutions to any problems from HR. They will be more likely to become bitter or malcontent, grow stagnant in terms of work or look for employment elsewhere.

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An HR manager who utilizes these skills will be able to work effectively and harmoniously with their company and workforce. Their administration skills can help boost productivity and make the workplace somewhere employees look forward to turning up for a long, happy future.

Is Investing in Gold a Good Idea in 2018?

Since the dawn of time, people have kept their assets in precious metals. Sure, gold and silver were also a currency, yet, even when this was not the case, the appeal of gold was widely accepted. Nowadays, with so many other investment options (foreign currencies, stocks and cryptocurrencies), it may seem as if investing in gold may not be such a good idea. This notion is further supported by the fact that gold is currently on a slight decline. However, where some see a negative trend to stay away from, others see an opportunity to buy cheap. With this in mind and without further ado, here’s why investing in gold might still be a good idea in 2018.

Diversifying your portfolio

One of the things that a lot of people know is the fact that the price of gold skyrockets in the state of crisis. Because of this, investing in gold might be a perfect way to diversify your portfolio. According to some estimates, it is recommended to keep at least 20 to 30 percent of your assets in gold and silver, while 10 percent is considered to be the bare minimum. The way in which this works is quite simple. Even in the moments of financial crisis, some people have a surplus of capital that they intend to invest.

Seeing as how the value of most stocks seems quite volatile in those moments, they are more likely to invest in gold. After all, it is only natural for people in these situations to show more faith in commodity than in currency, especially due to the fact that most global currencies are no longer backed by gold. As the demand for gold increases, its price skyrockets. Nevertheless, this is something you need to think about in time, which is why it is usually smart to buy when the price is on a decline.

Savings, wealth or investment

Another thing you need to understand is that gold is not only efficient as an investment but also as a way of saving your assets or wealth. While some may find this trend outdated, buying gold coins allows you to place them in your own safe, without having to rely on a third-party. In an era of cryptocurrencies and stocks, where all your assets are in digital form, you can go to bed one day as a wealthy man and wake up the next as a pauper.

Even in the worst-case scenario, where the gold that you’ve invested in loses all its value, you still have it in physical form. This means that all you have to do is sit on top of it for a while and wait for its value to bounce back. Unlike companies whose stocks you buy, gold is not here for years and decades but for millennia. During this period of time, it managed to maintain hard value, which makes it into one of the most consistent wealth trends in the history.

The issue of jewelry demand

One of the things that affect the price of gold the most is the global jewelry market. In fact, one of the reasons for this decline in price is the fact that the jewelry demand is currently down in China. China and India together make up 60 percent of the global jewelry demand, however, with the impending trade war between the U.S. and China, a lot of things got a bit more complex.

Namely, one of the direct results was the loss of Chinese consumer confidence. To make matters even worse, last year, there was a cash crisis in India, where the government prohibited the use of large-denomination bills. Needless to say, jewelry was one of the commodities that were hit by this the most. Nevertheless, it isn’t unrealistic to expect that the jewelry market will recover from this in the nearest future.

Lawsuit proof

Another thing you need to understand is the fact that most lawsuit rulings and settlement offers work on a basis of your overall assets worth. The great thing about gold is the fact that no one can really know how much gold you actually have. Sure, someone determined can look for your previous purchases but most (if not all) gold retailers keep this information confidential. Aside from this, you can leave your gold in a bank vault, lock it in your bedroom safe, bury it in your backyard or display it in the living room. You can even do all of these things at the same time, which makes it virtually impossible for anyone else to know just how much gold you have.

Incredibly portable

One more thing you need to keep in mind is the issue of practicality and portability. In the past, we stated that gold can be left for safekeeping in a vault or on a shelf. However, a lot of people have no idea just how much space gold takes up. This is hard to precisely pinpoint, yet a bullion that is a size of a VHS tape can be as expensive as $200,000. This means that you could literally take all your assets in a briefcase to another country. Sure, one may argue that it’s easier to do this in a bank, yet, this way, it’s much harder to get your hands on the same amount of cash. In the ideal-case scenario, you would have to give your bank a 72-hour notice, which doesn’t sound that bad, unless it’s a situation in which every minute counts.

A legacy

In one of the previous sections, we mentioned that the price of gold is bound to bounce back, however, there’s no guarantee that that will happen in the next year or even next several years (while it is quite likely). On the other hand, for those who bought gold to protect their assets, this shouldn’t pose a significant problem. All in all, you can pass on all your gold to your children and your children’s children (which is something that a lot of people do). Sure, this same amount of gold might be worth more or less but its sheer quantity will remain unchanged.

Conclusion

At the end of the day, from this standpoint, it seems inevitable that 2018 and 2019 will be much better for gold investors than 2017, however, even if this wasn’t the case, buying gold still wouldn’t be a missed investment. All in all, this is a trend that is definitely worth your consideration.

Why a More Productive Workforce is Still Possible: Start by Listening to Your Employees

Author: Tracey Fritcher, Global Director HR Transformation, ServiceNow

The gains in workforce productivity in the last 15 years are numerous. But there are still many organizations today that are filled with a great deal of administrative work to get a task done – much of this work falls into the unstructured category and is a huge time waster.

 

What if there was a way to look at work and build some structure and automation into processes to drive more productivity? Many organizations are looking at work and finding ways to add some guided insight so people can accomplish more in each day of work.

 

Searching the phrase “increase workforce productivity” will return approximately 84 million results…in .57 seconds – an overwhelming amount of information about recent improvements and many predictions about future gains.

 

Many of the articles revolve around management practices and what leaders can do to get to that holy grail of incremental effort – the kind of commitment that fills an employee with the drive to stay up late and take care of a customer problem or come in early when two nurses have called in sick on their floor. This is great when it happens, but people have lives outside of work and circumstances prevent doing any more than what is required for the job.

 

Smart organizations are seeking productivity gains by identifying the biggest time wasters — the work that often falls through the cracks, is highly administrative, repeatable and many times done via phone, e-mail or still on paper. Some great examples of this type of work are tuition reimbursement, charity gift matching, or following up on a paycheck error.

 

Employees spend significant time just trying to figure out where to go to resolve these types of issues. Once they think they have the right place to go, the next step is usually an e-mail or a phone call which sometimes lead to an out of office or voice mail. So the next step is another e-mail or phone call and soon more than 30 minutes has evaporated and the employee is still without an answer or resolution.

 

Automation, intelligent workflow, and guided choices for employees to complete tasks are the keys to future productivity gains within workforces. For many workers, having immediate and direct access to answers is far more high-touch than having to call a service center to speak with a representative. Employees want the power of information and technology at their fingertips – besides, a cloud-enabled portal doesn’t have hours of operations – it’s always open and answers are instantaneous.

 

Recently, a flight crew from a discount airline was waiting for a hotel shuttle bus and talking about where to go for a paycheck dispute. There were six people in the conversation and each person had a different answer of who to contact. Since the high-touch, phone-answering 1-800 number was only open 12 hours a day, there were lots of work around as far as how to circumvent the often 20 or 30-minute hold time for a representative to look into the situation.

 

If this even happened 50 times a day, for a global 24/7 operation, the cost implications are beyond significant. In this situation, one employee had a similar issue and was on the phone for over an hour resolving a problem…and on the clock the entire time. A paycheck question is one of the easiest things to solve through automated workflow – there is one place to go and technology helps the employee find the right person for that unique question.

Listen

 

Smart companies start by listening to their employees and finding out what tasks or procedures are causing the greatest frustration. Once you have a short list of “pain points” of high frustration tasks for employees, the work to automate can begin. The great news is that sizable gains can be made just by making information readily available and easy to find. Most companies are looking at overall search capability to serve up answers to an employee without that person having to know exactly where to go.

 

A search of tuition reimbursement should bring up the policy, a list of FAQs, the link to submit grades and transcripts, a selection of where the reimbursement should go and someone to contact in case of a unique situation (e.g., think of all the recent for-profit college closings in recent years – the right person should be reachable and available to assist in that situation).

 

When employees are frustrated and administrative items are ridiculously difficult to resolve, the greater productivity impact is around the stories being shared about the awful experience. When an employee’s life event is particularly sudden and there are delayed responses or confusing communications from multiple parties, the result is a worker who is frustrated AND upset.

 

Terrible experiences with HR cannot be ignored. People share them. It’s too good not to share…and vent…and complain about – and then others hop on the bandwagon of THEIR awful work situation that was confusing and took forever to resolve.

 

This is all solvable by getting employees used to going one place –one platform instead of multiple systems — to have their issues resolved. When there is a strong service delivery strategy and solution in place within an organization, it really doesn’t matter what the request is – the answer is easy to find, the employee gets a quick resolution and there’s no drama over a ridiculous process.

 

It is easy to start small and keep building out answers that keep people focused on their actual jobs. Employees should not have to spend a great deal of time and energy to be an employee. At least some of this time and energy can then be expended on real work — like completing projects, making deadlines and serving customers.

Common HR Mistakes Startups Make

Regardless of how small or large your business is, the team that you assemble to work for you is an essential component to its success. As soon as you begin hiring staff members to join your startup, you must take on important human resources responsibilities. In many cases, hiring and developing talent as well as maintaining relationships with each team member can be stressful and challenging, and serious mistakes can be made.

Approaching the hiring and management tasks professionally from the start is essential for the success of your startup. It can reduce the number of issues that you run into and their severity. This means that you need to develop and follow effective human resources policies and processes immediately, and these should be scalable to accommodate growth in the years to come.

Identifying common human resources mistakes that startups make can help you to avoid making these same mistakes yourself. These are among the more common mistakes that startups make in the realm of human resources.

Not Seeking Professional Assistance

It may seem like hiring an employee to join your team is a relatively straightforward process and that you require little to no help with it. However, hiring a human resource professional as soon as possible to facilitate the hiring and management processes can help you to choose the right individuals to join the team. This step could also help you to retain the talent that you have worked so hard to recruit.

A good rule of thumb is to add one HR manager for every 50 employees on your team. This ensures that each individual on your team is properly managed. It also can help your HR team to identify potential issues that need to be addressed, answer their questions to promote happiness in the workplace and more. It is wise to have your HR professionals hired before adding even more individuals to join the team.

Hiring the Wrong Individuals

Entrepreneurs may be stressed with many responsibilities related to starting and growing a young business. With this in mind, it is understandable that you may take the approach of hiring any individual to join your team who has the right skillset and experience. However, there are many other factors to consider when making a hiring decision than simply the credentials on a resume. For example, a new-hire should have the right mentality to fit into corporate culture, solid personal skills to be an asset to the team and more. Your hiring process should successfully screen applicants in all relevant areas.

When you hire the wrong individuals for your positions, you may have operational issues. These individuals or others in the team could become discontent when new-hires are a poor fit, and your employee turnover rate may escalate. This type of employee experience could ultimately cost the company a substantial amount of money. To combat this, you need to have a solid financial plan for your business, and you need to stick to it. This plan should focus on standardizing the hiring process and creating clear, effective criteria to make a hiring decision by.

Not Having Strong Company Culture

Many of the largest and most successful corporations have a strong and identifiable company culture. For example, Apple is known for its outside-the-box thinking and for hiring creative individuals with fresh perspectives. You may assume that a company’s culture simply develops over time on its own, but the reality is that culture is created by the business owner though individualized decisions. For example, the interactions between team members and management can lay the foundation for culture. Without culture, your business may flounder.

Because of how important company culture is in even small companies, you need to understand how to create it. Choosing policies and processes that are aligned with the culture that you want to achieve is important. Your management team’s interactions with staff members also should represent culture. As you create corporate policies and business processes, the concept of corporate culture should also be in mind.

Failing to Develop the Team

While you may go to great lengths to hire new team members by focusing on their experience and skills, the business world is constantly changing. You need your existing team to be dynamic, and their ability to grow to meet changing needs is directly tied to the training opportunities that you provide to them. Keep in mind that your team members may also be personally interested in advancing within their career. They do not want to feel as though their skillset is outdated, and they may have a goal of climbing the corporate ladder within your company.

Developing your team begins during the onboarding process, which is a time when a new-hire learns about company culture and professional development programs available to him or year. These development programs could include in-house training and mentoring, assistance obtaining certifications, college tuition reimbursement and more. Development opportunities should be offered, encouraged and available to team members free of charge.

Final Word

While many aspects of your business operations require constant attention and thoughtful effort, hiring the right individuals to join your startup team is essential. Unfortunately, many entrepreneurs make serious hiring and management mistakes, and these can ultimately be detrimental and costly to the business. If you are preparing to hire team members soon or if you are facing HR and management challenges, it may benefit your business to reassess your human resources efforts and strategies.

7 Underused Brainstorming Techniques to Get Your Creative Juices Flowing

Brainstorming is the age-old technique for generating new ideas, solving problems, decision making and even inspiring creative thinking. Sometimes though, it is not that easy to get the expected outcome of a brainstorming session.

When this happens, you should go beyond the traditional brainstorming techniques and adopt some new methods like the ones below.

Concept Maps

A concept map is a visual tool and can be used to structure a brainstorming session.

It helps organize ideas and illustrate relationships between them.

Put down the topic you are brainstorming at the top, and get your team to come up with any and all ideas related to it while you put them down under the main topic.

Then connect each idea with links that have labels on them to describe how each idea is connected to the other. As you complete your concept map you’ll have an overview of the issue at hand that will help you come up with a solution pretty quickly.

Concept Map Example on Concept Mapping

Brainwriting

Sometimes, when everyone is speaking at once, trying to put their own idea out there, the introverts with great ideas will shy away from participating in the discussion.

And if their idea is actually good, you’d be missing a good opportunity to arrive at a solution.

Brainwriting allows you to overcome this issue, as in this method you give everyone in the group a chance to write down their idea on a sheet of paper.

This way you will not only be encouraging everyone to share their opinion, but this technique will also give more time to the participants to come up with ideas that would never have occurred to them within a larger setting.

Rapid Ideation

This technique uses a time limit as a catalyst for generating great ideas.

In this technique, the moderator of the brainstorming session provides the necessary information on the topic, budget, deadline etc. and set a time limit for the participants to write down as many ideas as possible around the topic.

While they shouldn’t try to filter their ideas, they can use any medium to mark them down, be it on a paper, whiteboard or on Google Sheets; basically, anything that they can use to get their creative juices flowing.

The session could go on for just a few minutes, or an hour depending on the topic that is being brainstormed.

Gap Filling

This is basically to get your team to consider what you need to do to get from your current position to your goal. In this method, it is important to set a relevant and attainable goal.

During the session, get the team to figure out what resources, how much time and what methods you should use to get to that particular goal.

As you fill the gap from point A to point B, you’ll get to paint a clear picture of what needs to be done.

SWOT Analysis

A SWOT analysis helps you look into the strengths and weaknesses of your company and figure out what opportunities and threats you might be facing within the industry.

Analyzing these four conditions in a SWOT analysis example like the one below will help you come up with better-informed ideas for the issues you have at hand.

New SWOT Analysis Template 6 (1).png

Starbursting

Instead of directly finding answers, in this brainstorming technique, you get your team to ask as many questions about the topic as possible. The questions should cover the who, what, where, why and how related to the topic at hand.

Questioning an idea thus does not only help understand it better, but it also helps you ensure that there’s no risk involved in taking an action by allowing you to consider all aspects of it.

Rolestorming

Here you take on the identity of someone else, say your CEO, a celebrity, an expert in your field or even your client, and assume what they would do if they were faced with the issue you have or what they would do if they were to take action.

This technique will help you think out of the box while helping you overcome any anxiety that you may have regarding expressing an idea that you think would be not accepted. This technique is an ideal solution for those introverts in your team.

Reverse Thinking

Try to think of what everyone else in your position would do, and then do the opposite. This method, like the rolestorming method, will help you come up with unique ideas.

 

Not having a great time coming up with new ideas from your brainstorming sessions? Try these techniques out and see how they change the game for you.

Any other different brainstorming techniques that you use? Do let us know in the comment section below.

 

Employer Branding on Social Media: Best Examples

How to Build and Support Employee Wellness in the Workplace

1 in 5 adults in the US today is dealing with a mental health condition. This has a direct impact in the workplace for both employees and employers. The Depression Center at the University of Michigan found that depression is a leading cause of U.S. productivity loss with an annual cost of $44 billion to employers. The important role employers have in helping to support the mental health of their employees is more critical than ever, especially as our latest Global Employee Benefits Watch 2017/2018 research found that a concerning 64% of US employees feel that their workplace has a negative or very negative impact on their wellbeing. So how can employers better support their employees’ needs?

The need for a tailored, comprehensive benefits program

Many employers struggle to recognize the importance of their benefits offerings in fostering mental health. Companies need to evolve their benefits programs to meet the shifting needs of today’s employees. Our research found a disconnect between the support offered by employers, and the support employees actually want. This disconnect is especially pronounced in areas affecting employee wellness.

We can no longer view physical, mental or financial health in isolation. These different aspects of health all interconnect and influence employees’ sense of wellbeing. Workers who are anxious or ill are unlikely to operate at peak performance, and this can hugely impact a business’ bottom line.

Take mental health, for example: 56.5% of American adults suffering from mental health illnesses do not receive treatment. For those who sought out treatment, 20.1% reported they still had unmet treatment needs. Providing a health care plan that offers free or low-cost mental health treatment is imperative for helping to address these unmet needs.

When it comes to improving general wellness, 63% of the workforce has the goal of getting fit and healthy, yet only 30% think that their employer supports them in reaching this goal through their benefits program. That’s one of the reasons why many companies are turning to ‘wellness pots’, including us at Thomons, to give employees the flexibility to spend a set amount of money on anything that helps improve their wellness. We also offer Yoga classes on a Monday, boot camp on a Wednesday and Zumba classes on a Thursday to help promote and cultivate wellness. Getting moving and healthy together as an office has short-term endorphin payoffs and helps build and promote a culture of wellness within the workplace.

When considering which benefits best suit your employees, it’s important to consider generational differences. Younger employees in particular aren’t receiving the support they’re looking for from their employers. Traditional financial benefits such as a 401K are deisgned to meet the needs of an older workforce, which differ greatly from those of millennials. Buying a home is a goal for 74% of 18-35s – yet only 4% feel that their benefits scheme supports this. Employees who feel unsupported by their employer are less likely to engage with the business and their work. In order to avoid a lack of engagement from their staff, employers need to reassess the type of support they offer younger employees.

How to take action

To start, employers need to take steps to thoroughly understand what employees’ want in regard to wellbeing, and commit to supporting these wants through their benefits program. After the new benefits are in place, companies must effectively communicate them to their people. Employees can only engage with wellbeing benefits if they’re aware of them. Therefore, employers need to take into account whether their employees are more likely to read a text, pick-up a flyer or take part in a one-on-one chat. Finally, employers need to consider how best to encourage benefits take-up. The best way to do this is by providing a positive user experience. Mobile-first, easy-to-understand software is critical for engaging employees in their benefits plans and improving their overall perception of their employer.

With more Americans than ever before suffering from serious psychological distress, it’s clear that today’s employees are dealing with an unprecedented number of mental health issues. Employers need to play their part in addressing it. Helping improve employee mental health does not have to be a complicated task. Simply adjusting benefits in a strategic way can positively impact employees’ experiences, therefore improving how they feel and perform in the workplace.

When wellbeing is addressed correctly, the picture is much more positive. Employees who say that their benefits needs are met receive 76% more wellbeing initiatives and have 58% more life goals supported from their employer. This loyalty pays off, as these employees are twice as likely to recommend their employer to a friend, say they have a positive experience at work, and be proud to work for their company. The message for employers is clear: prioritize offering the best wellbeing benefits for your workforce, and you’ll reap rewards in employee engagement, attraction, and retention.

5 Must Have Features of a Recruitment Software

Which are the most important features every Recruitment Software should have? Look for these 5 if you want a tool that will automate, streamline and fasten your whole recruitment process.

Must-Have-Features-of-a-Recruitment-Software

Recruitment Software: Now and then

First Recruitment Software appeared more than 20 years ago. It was created to help HR professionals manage a ton of paperwork and spreadsheets.

In the meantime, recruiting has completely changed. Companies are now facing new challenges: finding and attracting talent.  

As a consequence, Recruitment Software now offer many new features that are designed in order to help HR professionals tackle these new challenges.

Features of a specialized Recruitment Software

There are many different Recruitment Software that offer specialized solutions for a certain recruiting challenge or a stage.

For example:

5 Must-Have Features of a Recruitment Software

However, if you want a tool that will automate, streamline and fasten your whole recruitment process, you should look for these 5 main features:

Feature #1: Finding talent

Look for a set of features that will help you source and find the best candidates:

Feature #2: Attracting talent

Look for a set of features that will help you attract candidates and encourage them to apply:

  • Branded, multilingual, mobile-friendly career sites
  • Customizable application forms
  • Career Blogs and Employee testimonial pages
  • Search Engine Optimization
  • Social media recruiting
  • Customizable job description templates
  • Automated job ad distribution
  • Talent Networks

Feature #3: Engaging talent

Look for a set of features that will help you build relationships with candidates and keep them engaged:

Feature #4: Selecting the best candidates

Look for a set of features that will help you organize and automate your selection process:

  • Rich candidate profiles
  • Searchable database
  • Applicant evaluation scorecards
  • Automated resume screening and parsing
  • Automated interview scheduling
  • Customizable recruiting email templates
  • Automated email responses
  • Interview kits and scorecards

Feature #5: Analytics

Look for a set of features that will help you track and measure your whole recruiting process:
1.) Automatically track the most important hiring metrics such as:

  • Recruiting Marketing metrics
  • Candidate engagement metrics
  • Time-to-hire
  • Cost-to-hire
  • Applicants-per-source
  • Offer acceptance rate
  • Hires per recruiter

2.) Create, export and share beautiful reports.

mountain bikes under 500

Benefits of Mountain Biking

Mountain biking is considered to be great when it comes to fitness.  As a matter of fact, it has several benefits which include improving the cardiovascular system.  There are several people who prefer mountain biking over the other sports. It has the capability to keep you mentally, physically, and socially fit. Check out the benefit of mountain biking.  

It is Good for Relationships and is Fun

Mountain biking is considered to be the perfect family activity with trailers and child seats that allow you to bring your family with you virtually.  Moreover, it is also considered to be good for the couples, too. This is something that couples will be able to do together.

Mountain Biking Develops Leg Strength

If you use best full suspension mountain bikes under 500 for the ride, it is going to tone your quad, glut, and calf muscles. Furthermore, it will also strengthen your tendons. For this, you will not even have to bear any load.  It is much better than working out on the stationery bike that you find in the gym.

Increases Fat Burning

Your fat burns when the heart rate is around 65% to 75% of your maximum.  You will be able to measure the heart rate with the help of the heart rate monitor so that you can train at the optimum level for fat burning.

Works the Cardiovascular System

You lungs and heart make up the cardiovascular system. Thus, the fitter you become, the more efficiently it is going to work.  This means there will be better blood flow throughout the body. Moreover, this will increase the oxygenation. Your fitness level will depend on how the process is being done. Simply by increasing the training on bike over, you will be able to improve the performance of the cardiovascular system. This, in turn, will improve your fitness level.

No Load Bearing Reduces Risk of Injury

Another great advantage of mountain biking is that it is non-load bearing.  This means that your body is not being supported during the training as it is when you are running.  The action of sitting means some amount of pressure is being taken off the joints. This means there is lesser chance of injury. There are many people who return to training after being injured and they use bike as  a way to regain their fitness, they it will gradually increase the fitness level without even putting pressure on the prospective suspect tendon or joint.

You can take your bikes for holiday. This way you will be able to cover more ground than you could have on foot. Many families are choosing mountain biking as an excellent way to get to know the area and also have fun together.